Real Estate Balance (REB), the membership organisation working to create inclusive workplaces across the built environment, has set out eight recommendations to help support the progression of mid-career women into senior leadership positions.
The report follows successive REB surveys showing that despite various efforts, the lack of women in executive roles remains an issue across the sector.
The eight best practice recommendations are: enabling measurement and accountability; creating role models and enhance visibility; identifying talent and focusing on development; demystifying progression; supporting caregiving and continuity; developing career advocates; prioritising manager training and feedback; and fostering cultural inclusion.
The recommendations were compiled from responses to a set of questions posed at a REB event in January, with contributions from 55 people in various leadership roles across the industry, 47% of which were women and 53% were men.
Meanwhile, 25 of its member organisations, including British Land, CBRE and Landsec, also submitted written responses to the report.
Sue Brown, managing director at REB, said: “We’re delighted that so many of our members engaged with us so meaningfully on this new study, which is arguably one of the most important pieces of research we’ve ever done.
“With a strong focus on the solutions rather than the challenges, it brings together practical, real-world examples of what works from nearly 80 of our members.
“Our aim is for the eight recommendations to support progress across the industry in the months and years to come, and I’d like to sincerely thank our members for contributing their insights and expertise.”
REB co-chair Mary Edmunds, senior managing director for HR at Hines, added: “The challenge facing our industry is ensuring pathways are available to convert mid-career experience into senior leadership opportunities, because we know that when they are working within environments where skills-based progression is embedded, women do progress.
“This study is about scaling what is working, so that more mid-career women are recognised as the future leaders our industry.”
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